Let's call the meeting to order.

Let's stand for a moment of silent prayer and the Pledge of Allegiance.

And to the Republicans, one day under the justice for all.

Now we'll have the personnel updates.

Sorry.

Actually, reading of the meeting protocol first.

To ensure that each meeting is conducted in an orderly fashion, and the board is able to gather all information needed to make a decision.

The following rules shall prevail.

Talking among attendees will not be allowed.

Please wait to be recognized by the chairperson and proceed to the microphone when called upon.

Everyone who wishes to speak will have the opportunity.

When speaking at the microphone, there will be a five-minute time limit.

Please make sure to state your full name and proceed with the information you would like to provide.

Additional time may be allotted by a vote of the board, any attendee wearing electronic devices or asked to turn them off.

Should you need to use your device, we ask that you please leave the boardroom to do so.

Violations of the above rules will be called to the attention of the violator.

You may be asked to leave the meeting if disruptions continue to take place.

Thank you.

And now we have the personnel updates.

So I just have a few for you today.

Offers made above entry.

We did have one since our last meeting.

It was a recreation maintenance grass cutter who came in to that job with a lot of good experience and was able to hit the ground running.

So we did have one since our last meeting.

You all are welcome to attend those things when we have them, and I am trying to make sure to keep you informed when we have those opportunities.

So a great renewal for our employees, and anybody that made changes, though change those changes will be effective on July 1.

So those are the updates that I have for you today.

Okay, now we're at the portion where we want to take a look at our minutes.

These were sent in advance.

Can I get a second?

All right, it has been moved and seconded.

And the motion has passed.

Thank you.

So I will introduce this agenda item and then we do have a couple speakers on the topic today.

So we are pleased to share that we've completed a comprehensive market study of all St.

Charles Parish civil service positions.

A comprehensive market study is a structured review of the external job market to understand how roles are defined, valued, and compensated across comparable organizations.

A market study focuses on jobs and not individuals.

It does not evaluate employee performance or personal contributions.

Instead, it compares roles based on their scope, responsibilities, and market value to ensure consistency, equity, and competitiveness.

Our employees are truly our most important asset, and we are committed to ensuring our pay plan reflects fair, competitive, and sustainable compensation.

As part of this commitment, compensation benchmarking will continue to be conducted every three to five years, and that is something that we've agreed to.

Our last compensation study was approved in October of 2022.

We want to thank the employees and the managers for their efforts in maintaining accurate and up-to-date job descriptions.

And because of that, we are well positioned to complete this year's study efficiently and thoughtfully.

Since October of last year, the personnel office has worked closely with department directors to ensure all positions were carefully reviewed and accurately evaluated.

We again partner with SSA Consulting to provide independent market analysis and valuation.

To explain the process that we went through a little bit, and again, I shared that Kayla and I started this project in October of last year, working pretty much weekly on this project.

So the personnel and executive staff met individually with each department director to review positions, confirm job description accuracy, and identify any departmental updates that were needed.

So new positions and things that might need to change.

Department job descriptions were then submitted to SSA consulting for market valuation.

So we did this along the way.

So after we met with directors, everything was reviewed and approved by directors.

Job descriptions were in a good place.

If they needed a new position, we had that job description.

So as soon as we had all the information from the director, then we sent that information to SSA.

So we started doing those valuations at that time in the fall.

Market data was analyzed alongside.

So once we got the data back from SSA, market data was then analyzed alongside the current pay plan that we have to compare current compensation placement and determine where adjustments may be necessary.

Internal alignment across the organization was also a key consideration as part of this project.